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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
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          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
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    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
            • Step 2: Ex post approach
            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
        • What is gender-responsive public procurement?
          • How is gender-responsive public procurement linked to gender equality?
          • How is gender-responsive public procurement linked to gender budgeting?
          • Five reasons why gender-responsive public procurement
          • Why was this toolkit produced
        • Gender-responsive public procurement in practice
          • Legal framework cross-references gender equality and public procurement
          • Public procurement strategies cover GRPP
          • Gender equality action plans or strategies mention public procurement
          • Capacity-building programmes, support structures
          • Regular collaboration between gender equality bodies
          • Effective monitoring and reporting systems on the use of GRPP
          • Tool 1:Self-assessment questionnaire about the legal
          • Tool 2: Overview of the legislative, regulatory and policy frameworks
        • How to include gender aspects in tendering procedures
          • Pre-procurement stage
            • Needs assessment
            • Tool 3: Decision tree to assess the gender relevance
            • Preliminary market consultation
            • Tool 4: Guiding questions for needs assessment
            • Defining the subject matter of the contract
            • Choosing the procedure
            • Tool 5: Decision tree for the choice of procedure for GRPP
            • Dividing the contract into lots
            • Tool 6: Guiding questions for dividing contracts into lots for GRPP
            • Light regime for social, health and other specific services
            • Tool 7: Guiding questions for applying GRPP under the light regime
            • Tool 8: Guiding questions for applying GRPP under the light regime
            • Reserved contracts
            • Preparing tender documents
          • Procurement stage
            • Exclusion grounds
            • Selection criteria
            • Technical specifications
            • Tool 9: Decision tree for setting GRPP selection criteria
            • Award criteria
            • Tool 10: Formulating GRPP award criteria
            • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
            • Use of labels/certifications
          • Post-procurement stage
            • Tool 12: Checklist for including GRPP contract performance conditions
            • Subcontracting
            • Monitoring
            • Reporting
            • Tool 13: Template for a GRPP monitoring and reporting plan
        • References
        • Additional resources
    • Methods and tools
      • Browse
      • About EIGE's methods and tools
      • Gender analysis
      • Gender audit
      • Gender awareness-raising
      • Gender budgeting
      • Gender impact assessment
      • Gender equality training
      • Gender-responsive evaluation
      • Gender statistics and indicators
      • Gender monitoring
      • Gender planning
      • Gender-responsive public procurement
      • Gender stakeholder consultation
      • Sex-disaggregated data
      • Institutional transformation
      • Examples of methods and tools
      • Resources
    • Good practices
      • Browse
      • About good practices
      • EIGE’s approach to good practices
    • Country specific information
      • Belgium
        • Overview
      • Bulgaria
        • Overview
      • Czechia
        • Overview
      • Denmark
        • Overview
      • Germany
        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
      • Slovenia
        • Overview
      • Slovakia
        • Overview
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        • Overview
      • Sweden
        • Overview
    • EIGE’s publications on Gender mainstreaming
    • Concepts and definitions
    • Power Up conference 2019
  • Gender-based violence
    • What is gender-based violence?
    • Forms of violence
    • EIGE’s work on gender-based violence
    • Administrative data collection
      • Data collection on violence against women
      • About the tool
      • Administrative data sources
      • Advanced search
    • Analysis of EU directives from a gendered perspective
    • Costs of gender-based violence
    • Cyber violence against women
    • Femicide
    • Intimate partner violence and witness intervention
    • Female genital mutilation
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Good practices in EU Member States
    • Methods and tools in EU Member States
    • White Ribbon Campaign
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Regulatory and legal framework
      • International regulations
      • EU regulations
      • Strategic framework on violence against women 2015-2018
      • Legal Definitions in the EU Member States
    • Literature and legislation
    • EIGE's publications on gender-based violence
    • Videos
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    • About Index
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    • Gender Equality Forum 2022
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    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
        • Subordination and trivialisation
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      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
        • Solutions for how to use gender-sensitive language
        • Pronouns
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        • Common gendered nouns
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    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
        • What is sexism?
        • What is the impact of sexism at work?
        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
        • What is sexual harassment?
        • Violating sexist expectations can lead to sexual harassment
        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
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A-Z Index

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A

abiellumisest tingitud ränne
abielusisene vägistamine
abistavad abikaasad
abort
ajakasutuse uuring
ajutine erimeede
ametialane segregatsioon
ametialane sooline segregatsioon
aukuritegu
avaliku/isikliku dihhotoomia

B

bifoobia
bioloogiline sugu
biseksuaalne inimene
biseksuaalne inimene

D

demokraatia nappus

E

eakam naissoost töötaja
eakate väärkohtlemine
ebakindel ja/või ebaregulaarne töö
ebaregulaarne ja/või ebakindel töö
ebasoodsas olukorras olev rühm
ebatüüpiline töö
eelarvamus
eelistatud kohtlemine
emaduse kaitse
emotsionaalne väärkohtlemine
ennetav meede
erimeede
erimeede
erimeede

F

feminism
feministlik uurimus
formaalne sooline võrdõiguslikkus
formaalne sooline võrdõiguslikkus

H

haavatav rühm
haridus soost/soolisusest
hegemooniline mehelikkus
heteronormatiivsus
heteroseksism
heteroseksuaalne inimene
heteroseksuaalsus
homofoobia
homoseksuaalne inimene
homoseksuaalsus
hoolduspuhkus
hooldustöö
hoolekandesektor
hoolitsev mehelikkus
hoolitsuseetika
hoolitsuseetika
hoolsuskohustus
horisontaalne segregatsioon
hädaabikontratseptsioon
hüpermehelikkus

I

individuaalsed õigused
inimkaubandus
inimkaubandus
institutsiooniline soolõimesuutlikkus
interoolisus
intersektsionaalsus
isapuhkus

J

jälitamine

K

kahjulik stereotüüp
kahjulik traditsiooniline tava
kahjulik traditsiooniline tava
kahjulikud tavad
kaitsemeede
karjääri katkestamine
kasu
kaubanduslikul eesmärgil seksuaalne ärakasutamine
kaudne diskrimineerimine
kaudne vägivald
kaugtöö
kehaline vägivald
kinnipidamise ajal toimuv naistevastane vägivald
klaaskuristik
klaaslagi
kleepuv põrand
kodakondsuseta naine
kodanikuühiskond
kodutööd
kodutööd
kodutööde jaotus
kolmikroll
kolmikroll
kolmikroll
kompetentsi arendamine
konsensuseta pornograafia
kooselu
kultuuriline vägivald
kvoodid
kättemaksupornograafia
küberjälitamine
küberkiusamine

L

lapsehoid
lapsehoolduspuhkus
laste abielu
leibkonnasisene ressursside jagamine
lesbi
lesbofoobia
LGBTQ
läbipõimuv diskrimineerimine
lähenemiskeeld
lähenemiskeeld
lähisuhtevägivald

M

majanduslik kuritarvitamine
majanduslik vägivald
majapidamistööd
medikamentoosne abort
mees
meessoost
meesuuringud
meetmed naiste mõjuvõimu suurendamiseks
mehelikkus
mentorlus
migrantnaine
miinimumpalk
mitmekesisus
mitmekordne koorem
mitmene diskrimineerimine
mitteametlik majandus
mitteametlik töö
muu/kolmas sugu
muu/kolmas sugu

N

naine
naise juhitud leibkond
naise keha
naise keha
naise kolmikroll
naised ja areng
naiselikkus
naisetapp
naisettevõtlus
naissoost
naissoost töötaja
naiste diskrimineerimine
naiste emantsipeerumine
naiste esindatus
naiste inimõigused
naiste inimõiguste kaitsjad
naiste ja meeste tasakaalustatud osalus
naiste ja meeste võrdne juurdepääs ressurssidele
naiste ja meeste võrdne juurdepääs õiguskaitsele
naiste ja meeste võrdne kohtlemine
naiste ja meeste võrdne tasustamine
naiste ja meeste võrdsed võimalused
naiste ja meeste võrdõiguslikkus
naiste ja meeste võrdõiguslikkus
naiste ja tüdrukute inimõigused
naiste ja tüdrukutega kaubitsemine
naiste kolmekordne koorem
naiste mitmekordne koorem
naiste mõjuvõimu suurendamine
naiste positsioon
naiste praktilised soolised vajadused
naiste soolised vajadused
naiste strateegilised soolised vajadused
naiste suguelundite lõikamine
naiste suguelundite moonutamine
naiste varjupaik
naiste võrdset kohtlemist edendavad asutused
naiste ümberlõikamine
naiste- ja tüdrukutevastane kübervägivald
naistekeskus
naistevastane seksuaalrünnak
naistevastane vägivald
naistevastane vägivald relvakonfliktides
naisuuringud
nn aukuritegu
nähtamatu tõke
nõuande- ja osalustehnika või -vahend

O

ohtlik abort
ohver
ohvristamine
ombudsman
organisatsioonikultuur
osaajatöö
osaajatöö reguleerimine
osalusel põhinev soolise võrdõiguslikkuse audit
otsene diskrimineerimine
otsene naistevastane vägivald

P

pagulasnaine
palgalõhe
patriarhaat
perefirma töötaja
perekohustuste võrdne jagamine
perekondlikud kohustused
perekonnaseis
pereplaneerimine
pereteenused
perevägivald
perevägivald
positiivne diskrimineerimine
positiivsed meetmed
positiivsed meetmed
psüühiline rünnak
psüühiline vägivald

Q

queer
queer-teooria

R

rasedus
rasedus- ja sünnituspuhkus
reproduktiivne töö
reproduktiivne töö
reproduktiivse, produktiivse ja kogukonnatöö tegija roll
reproduktiivtervis
reproduktiivõigused
riigi õigusabi
riiklikud inimõiguste kaitse asutused
rände feminiseerumine

S

satelliitarvepidamine
seksikaubandus
seksikaubandus
seksiorjus
seksism
seksistlikust keelekasutusest hoidumine
seksuaalne ahistamine
seksuaalne identiteet
seksuaalne kuritarvitamine
seksuaalne orientatsioon
seksuaalne ärakasutamine
seksuaalsus
seksuaalsusega seotud stereotüüp
seksuaaltervis
seksuaalvägivald
seksuaalvägivalla ohvrite tugikeskus
seksuaalõigused
sidusrühmadega konsulteerimine
soo korrigeerimine
sooaspekti arvestav inimarengu indeks
sookvoot
sooküsimus
sooleping
sooline ahistamine
sooline analüüs
sooline asjakohasus
sooline diskrimineerimine
sooline diskrimineerimine
sooline diskrimineerimine
sooline diskrimineerimine
sooline ebavõrdsus
sooline ebavõrdsus
sooline eneseväljendus
sooline identiteet
sooline kallutatus andmete kogumisel
sooline lõhe
sooline mõõde
sooline palgalõhe
sooline segregatsioon
sooline sotsialiseerumine
sooline statistiline hälve
sooline stereotüpiseerimine
sooline tasakaal
sooline tööjaotus
sooline vaatenurk
sooline võrdsus
sooline võrdõiguslikkus
sooline õiglus
sooline õiglus
soolise aspekti arvessevõtmine hangetes
soolise aspekti asjakohasuse hindamine
soolise mõju arvessevõtmise kontrollimine
soolise mõju hindamine
soolise vaatenugra lõimimine
soolise vaatenurga lõimimine
soolise võrdõiguslikkuse audit
soolise võrdõiguslikkuse hea tava
soolise võrdõiguslikkuse indeks
soolise võrdõiguslikkuse indikaatorid
soolise võrdõiguslikkuse kaksikstrateegia
soolise võrdõiguslikkuse kavandamine
soolise võrdõiguslikkuse kompetents
soolise võrdõiguslikkuse kompetentsi arendamine
soolise võrdõiguslikkuse koolitus
soolise võrdõiguslikkuse koolitus
soolise võrdõiguslikkuse lõimimine
soolise võrdõiguslikkuse seire ja hindamine
soolise võrdõiguslikkuse statistika
soolise võrdõiguslikkuse vaatenurga lõimimine
soolised eelarvamused
sooliselt tasakaalustatud osalemine
soolist võrdõiguslikkust edendavad institutsioonid
soolisustamine
soolisustatud
soolõime
soolõime hea tava
soolõime meetod
soolõime strateegia rakendamine riiklikes meetmetes ja programmides
soolõime strateegia rakendamine statistikas
soolõime tööriist
sooneutraalne
sooneutraalne keel
sooneutraalne õigustik
sooneutraalsed poliitikameetmed
soonormid
soopimedus
soopõhine naistevastane vägivald
soopõhine tööjaotus
soopõhine tööjaotus
soopõhine vägivald
soopõhine vägivald
soopõhiselt avaldatavad andmed
soopõhiselt kogutavad andmed
soorolli stereotüüp
soorollid
soostereotüübid
soostereotüüp
soosuhete dünaamika
soosuhted
soosüsteem
sootundlik
sootundlik eelarvestamine
sootundlik eelarvestamine
sootundlik institutsionaalne ümberkorraldamine
sootundlik keel
sootundlik lepitusmenetlus
sootundlik seire ja hindamine
sootundlik seire ja hindamine
sootundlik vastutus
sootundlik ümberjaotamispoliitika
sootundlikkus
soouuringud
stereotüüpide kogum
stereotüüpidest lähtuv kohtunikutöö
strateegilised soolised huvid
struktuuriline kohandamine
struktuurne ebavõrdsus
sugu ja areng
sugu/soolisus
sugude võrdset kohtlemist edendavad asutused
sugude võrdset kohtlemist toetavad asutused
sugudevahelised võimusuhted
sundabielu
sundabort
sundprostitutsioon
sundrasedus
sundsteriliseerimine
suutlikkuse arendamine
sõltumatud võrdset kohtlemist toetavad riiklikud asutused
sümboolne meede
sünnieelne soo valimine

T

taasohvristamine
tasustamata töö
tasustamata töö
tasustamata töö tunnustamine ja väärtustamine
teadlikkus soolisest võrdõiguslikkusest
teadlikkuse suurendamine soolisest võrdõiguslikkusest
tegelik sooline võrdõiguslikkus
tegelik võrdõiguslikkus
teisene ohvristamine
topeltstandard
transfoobia
transsooline inimene
transsooline inimene
transsoolisus
tulemuste võrdõiguslikkus
tuletatud õigused
turvaline emadus
tähtsusetuks peetav positsioon
tähtsusetuks peetav rühm
tõendamiskohustus
töö ja pereelu tasakaal
töö ja pereelu ühitamine
töö jagamine
töö, pere- ja eraelu ühitamine
töö- ja pereelu ühitamine
tööaja paindlikkus
tööjaotus
tööturu segregatsioon
tööturu segregatsiooni vähendamine
tööturu sooline segregatsioon
töövägivald

U

uus leibkonna majandus

V

vabaühendus
vaesuse feminiseerumine
valdkondlik lähenemisviis soolõimele
vanemaõigused
varajane abielu
varjatud töötus
varjupaik
varjupaik
varjupaik
varjupaika taotlev naine või tütarlaps
vastsündinud tütarlaste tapmine
vertikaalne segregatsioon
vägistamine
vägistamine kohtingul
vägistamiskultuur
vägistamisohvrite kriisikeskus
vähemusrühma kuuluv naine
väärikas kohtlemine töökohal
võimusuhted
võrdlusanalüüs
võrdne tasu võrdväärse töö eest
võrdse kohtlemise asutused
võrdse kohtlemise põhimõte
võrdsus
võrdsuse lävi
võrdsusel põhinev demokraatia
võrdõiguslikkuse mõõde
võrdõiguslikkuse saavutamise erimeetmed

Õ

õigus ressurssidele
õigustamatu sooline stereotüpiseerimine

Ü

üksikvanem
üksikvanem
ülalpeetavate eest hoolitsemine
üleelanu
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